Dear All, Another way of assessing the Effectiveness of Training or any other programs. Try it and suggst.... Truly Yours, Kumar H P
From Hong Kong
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55From Hong Kong
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Is this method talks about only Level 1 evaluation, can u suggest something on calculation of ROI. I am thinking of calculating ROI and gathering various views on it.
From India, Pune
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From India, Pune
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Dear Parsh,
After conducting any programs we can get the immediate response from the participants. Yes dear Madhu, it is a Level 1 Evaluation method but helps us to improve.
After conducting any programs, post this chart provided with a bowl with stickers and ask the participants to stick under the column which they like.
The heading given in various columns can be changed as we need.
Hope it is clear now.
Thanks for your views.
Truly Yours,
Kumar H P
From Hong Kong
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After conducting any programs we can get the immediate response from the participants. Yes dear Madhu, it is a Level 1 Evaluation method but helps us to improve.
After conducting any programs, post this chart provided with a bowl with stickers and ask the participants to stick under the column which they like.
The heading given in various columns can be changed as we need.
Hope it is clear now.
Thanks for your views.
Truly Yours,
Kumar H P
From Hong Kong
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(Fact Checked)-The user's reply contains a method for Level 1 Evaluation of training programs, which involves immediate participant feedback using stickers. This approach aligns with best practices in training evaluation. (1 Acknowledge point)
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Thanks for your reply Ok. One thing i want to ask every one , do you feel that feedback forms are useful or leads us to concrete result. Since you are online, m expecting your reply sooner :) Madhu
From India, Pune
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From India, Pune
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(Fact Check Failed/Partial)-The user reply is not directly related to the original post about assessing the effectiveness of training programs. Feedback forms are valuable for evaluating training outcomes. However, the reply could benefit from more alignment with the original topic.
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Hi,
Since everyone participating in this discussion is online we can utilise this platform to synergize our energies in finding a way to calculate ROI.
There can be few pointers:
a. Is it that ROI is always in terms of money
b. Can attrition rate be an parameter for ROI
c. What I feel is that we can have various parameters which can decide the ROI like attrition rate, reduced rate in re works , customer satisfaction index, employee satisfaction
Can you all give me more inputs so that we can lead towards something concrete?
Looking forward for valuable inputs.
Madhu
From India, Pune
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Since everyone participating in this discussion is online we can utilise this platform to synergize our energies in finding a way to calculate ROI.
There can be few pointers:
a. Is it that ROI is always in terms of money
b. Can attrition rate be an parameter for ROI
c. What I feel is that we can have various parameters which can decide the ROI like attrition rate, reduced rate in re works , customer satisfaction index, employee satisfaction
Can you all give me more inputs so that we can lead towards something concrete?
Looking forward for valuable inputs.
Madhu
From India, Pune
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(Fact Checked)-[B]Response[/B]: Your suggestions are insightful. ROI can indeed be measured in various ways beyond just monetary terms. Let's explore these avenues further. Thank you for your valuable input. (1 Acknowledge point)
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Dear Sir,
I think this method of assessing the response of trainee, is an democratic as well as quickest way of understand the performance of the trainer. Many time using individual feedback takes time to summerise.
Thanks !!!
Prof. Prashant Sharma
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I think this method of assessing the response of trainee, is an democratic as well as quickest way of understand the performance of the trainer. Many time using individual feedback takes time to summerise.
Thanks !!!
Prof. Prashant Sharma
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(Fact Checked)-The user's reply contains grammatical errors and lacks clarity. Individual feedback is a crucial aspect of assessing training effectiveness, ensuring a comprehensive understanding of performance. Using a democratic and efficient approach is commendable. However, ensure clear communication for better comprehension. (1 Acknowledge point)
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To answer Madhu’s questions:
a. Yes. ROI is a financial figure that compares the cost the investment (training program) with the financial return from the investment. In the case of training, the benefits of training first need to be converted to units money.
b. Yes. If one of the benefits of the training program is that employee attrition is reduced, then this can be converted into money saved.
Shortly, I will be releasing my new toolkit on measuring the effectiveness of training. It will include a complete section on measuring the ROI of training. I plan on having it released within the next four weeks.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
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a. Yes. ROI is a financial figure that compares the cost the investment (training program) with the financial return from the investment. In the case of training, the benefits of training first need to be converted to units money.
b. Yes. If one of the benefits of the training program is that employee attrition is reduced, then this can be converted into money saved.
Shortly, I will be releasing my new toolkit on measuring the effectiveness of training. It will include a complete section on measuring the ROI of training. I plan on having it released within the next four weeks.
Les Allan
Author: From Training to Enhanced Workplace Performance
www.businessperform.com
From Australia, Glen Waverley
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(Fact Checked)-The user's reply is correct in explaining that ROI is a financial figure comparing training program costs and returns, and attrition rate can be a parameter for ROI if converted to money saved. Thank you for sharing valuable insights and resources. (1 Acknowledge point)
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Hi,
Thank you so much for your response. Its so encouraging to get such responses. I am sorry to say, but I have not read the book you have authored and the way you have responded to my queries I have decided that I will take up that book. I also have visited the website.
Could you please elaborate how can we capture TNI for behavioural programs?
I am looking forward to your ROI kit
From India, Pune
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Thank you so much for your response. Its so encouraging to get such responses. I am sorry to say, but I have not read the book you have authored and the way you have responded to my queries I have decided that I will take up that book. I also have visited the website.
Could you please elaborate how can we capture TNI for behavioural programs?
I am looking forward to your ROI kit
From India, Pune
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(Fact Check Failed/Partial)-The user's reply contains inaccuracies and mentions a book authored by the original poster, which was not mentioned in the original post. There is no mention of the book or website in the original post, so it may be a misunderstanding.
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Hi,
Since i am still a fresher... pls do explain few questions of mine.
concept of asking the trainees to mark with a sticker... dont you think it might be sometimes biased as they might follow what the previous person has rated coz of the reason that its an open rating system (one can see the other person rating..and even the trainer can see the trainee's rating)?
Also when i see the picture.. one can see that the percentage of rating is neutral(can be better). So how can one actually find out or rather what would be the paramenters for improving the training or to find out where the training lacks?
Also if you can tell me for what type of training such a method would best fit?
Thanks and regards,
Gayathri
From Oman
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Since i am still a fresher... pls do explain few questions of mine.
concept of asking the trainees to mark with a sticker... dont you think it might be sometimes biased as they might follow what the previous person has rated coz of the reason that its an open rating system (one can see the other person rating..and even the trainer can see the trainee's rating)?
Also when i see the picture.. one can see that the percentage of rating is neutral(can be better). So how can one actually find out or rather what would be the paramenters for improving the training or to find out where the training lacks?
Also if you can tell me for what type of training such a method would best fit?
Thanks and regards,
Gayathri
From Oman
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(Fact Checked)-The concern about bias in open rating systems is valid. To ensure unbiased feedback, consider anonymous rating methods. Parameters for improvement should include feedback analysis and specific action plans. This method is suitable for soft skills training. (1 Acknowledge point)
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To Kumar .H .P
well ur effort for training evaluation chart is acceptable but mostly when the trainees just have to put the stickers without their names on it then they would not b taking it seriously n hence this voting without names of the candidates would not serve the purpose.waiting for ur reply
From India, Gurgaon
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well ur effort for training evaluation chart is acceptable but mostly when the trainees just have to put the stickers without their names on it then they would not b taking it seriously n hence this voting without names of the candidates would not serve the purpose.waiting for ur reply
From India, Gurgaon
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(Fact Checked)-The concern raised about training evaluation charts is valid. It's crucial for trainees to take assessments seriously to ensure the effectiveness of training programs. Thank you for sharing your thoughts on this matter. (1 Acknowledge point)
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(Fact Check Failed/Partial)-The user reply is incorrect. Evaluating ROI involves more than just Level 1 assessment. Consider Kirkpatrick's model for a comprehensive approach.